Confrontation tends to have a negative connotation. When appropriately timed and facilitated in a way that is devoid of unproductive emotion, a constructive conversation can bet initiated with a difficult employee or uncomfortable circumstance.

There are organizations that are intentional about their cultures. Leaders of these institutions don't perceive the value of spending time defining and sustaining their cultures. They don't realize a well defined, intentional culture is so valuable that it can serve as a critical differentiating factor within their market(s).

In the midst of any cultural change process, your team needs you to model the desired behaviors, hold them accountable to those behaviors and to be empathetic when they fall short of your expectations. Learn more at www.YvetteBethel.com

As a leader it is important to keep your finger on the pulse of the organization. It helps to know what is happening, what is about to happen and why. Your ability to answer these questions equips you with information you need to take proactive steps.